2011

Organizational Assessment

EXEQSERVE CORPORATION Unit 2108, 88 Corporate Center, Sedeno St., Cor. 141 Valero St., Salcedo Village, Makati City A Proposal by

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ORGANIZATIONAL ASSESSMENT
The alignment of organization and people development interventions with the desired organizational culture is paramount to its success. However, in order to get where we want to be, we need to also know where we stand at this point in time. This is the main intention of this proposal – to facilitate the assessment of the company’s organizational culture by the employees. This is so that management can determine the gap between the “now” and the desired future and also to help guide those responsible for people and organization development in identifying the necessary interventions to reshape the organization. Organizational Culture is a commonly held-in mind framework of organizational members. This framework contains basic assumptions and values. These basic assumptions and values are taught to new members as the way to perceive, think, feel, behave, and expect others to behave in the organization. Edgar Schein(1999) says that organizational culture is developed overtime as people in the organization deal successfully with problems of external adaptation and internal integration. It becomes the common language and the common background. So culture arises out of what has been successful for the organization.

OBJECTIVES
a. Submit a qualitative assessment of the Organizational Culture by reviewing the following a. Organizational Philosophies b. Policies c. Rewards and recognition programs d. Performance management

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b. Submit a quantitative Assessment of organizational culture covering: a. Six key dimensions i. Dominant Characteristics ii. Organizational Leadership iii. Management of Employees iv. Organization Glue v. Strategic Emphases vi. Criteria for Success b. Leadership Practices c. Organizational climate d. Identify organizational strengths and weaknesses in terms of leadership practices and team dynamics based on available information to help management identify areas that they can address immediately.

PROJECT FOCUS AND SCOPE
PHASE 1. PROJECT BRIEFING AND DATA GATHERING
As this project will involve key players in the organization, it is important to ensure that roles and deliverables are clear. A one to two hours meeting will be held to discuss the phase one plan. Consultants will also begin to gather raw data for initial qualitative assessment. These data include: Company Vision, Mission and Core Values Employment Polices Latest strategic plan Performance Management Policy documents

PHASE 2. QUALITATIVE CULTURE ASSESSMENT
There are information about the company’s culture that can only be captured through observation and asking of questions about organizational practices. Some of the information will either corroborate quantitative data gathered or will serve as information that cannot be boxed or categorized. This information is captured in the company’s documented policies and employees’ perception. The

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consultants shall use observation and focus group discussion to generate this information

PHASE 3. QUANTITATIVE ORGANIZATIONAL CULTURE ASSESSMENT
This phase focuses on conducting quantitative data gathering using questionnaires and employee perception surveys. We shall use the following tools to extract important information about Asiantech’s culture a. Organizational Culture Assessment Instrument (OCAI) – This tool determines the type of culture an organization has based on the perception of its employees. It also determines the gap between the current culture and what the members of the organizations prefer. We intend to do a cross sectional analysis of the respondents’ responses to determine if there are correlations or not in the preferences of Senior Management, middle management and rank and file employees. b. Leadership Practices – Assess the organizational leaders/managers ability to demonstrate best practices in leadership by having them assessed by their superiors, their peers and their subordinates. c. Organizational Team Dynamics – This tool was developed by modern organization development and management guru Patrick Lencioni. The tool assesses 5 team fundamentals and determines which of these are strong or weak in the organization. These are: a. Trust b. Conflict Management c. Commitment d. Accountability e. Focus on Results a. Employee Engagement assessment using is a survey designed to measure employee engagement. The instrument was the result of hundreds of focus groups and interviews.

PHASE 4. COLLECTION AND SUBMISSION OF ASSESSMENTS AND RECOMMENDATIONS
The final report shall consist of the following features:

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a. Qualitative report detailing our assessment of both written and unwritten policies and norms as observed and generated from interviews and focus group discussions. It will also contain our assessment of how deeply ingrained the organization’s mission, vision, values and policies in the employees’ awareness, behaviors, performance and decision making. b. Quantitative report showing result of surveys conducted to;  determine the company’s type of culture based on respondents’ perception in comparison with how they desire it to be; leadership practices in comparison with best leadership practices; organizational dynamics, its strengths and weaknesses; and employees’ engagement.

SCHEDULE OF ACTIVITIES:
Project Start Date: TBD Project End Date: TBD A more detailed time table shall be presented and agreed upon after approval of this proposal for better project management. Project Phase Phase 1. Project Briefing and Data Gathering Activity Provide overall direction and farm out tasks Proposed Timeline 1 to 2 hours Result/Output Project work plan with milestones and deliverables

Phase 2: Qualitative Assessment

Collection of all available information that can be used for the assessment of

1–2 weeks

Copies of the following are given to ExeQserve:

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Project Phase

Activity organizational culture

Proposed Timeline

Result/Output Company Vision, Mission and Core Values Employment Polices Latest strategic plan Performance Management Policy documents Company Vision, Mission and Core Values Employment Polices Latest strategic plan Performance Management Policy documents

Focus Group Discussion

   

Formulate focus group discussion 2 weeks questions Conduct focus group discussion Tabulate results Include results in the final report 2 to 3 weeks

Focus Group Discussion Report

Phase 3. Quantitative Organizational

1. Organizational Culture Assessment survey

Completion of surveys Assessment of

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Project Phase Culture Assessment

Activity 2. Leadership Practices inventory 3. Organizational Dynamics Survey 4. Employee engagement survey 1. Submission of report 2. Presentation of report and discussion of possible next steps

Proposed Timeline

Result/Output survey results

Phase 4. Submission of Comprehensive report

One week

Management receipt of report Resolution of issues and concerns Management acceptance of result

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